Abstract
This research emphasized the significance of individual adaptability that plays the moderator role in the relationships of transformational leadership and employee reactions with individual work performance within the Malaysian oil and gas industry. The study respondents were employees of an oil and gas company operating in East and West Malaysia, specifically in the upstream segment. The respondents self-administered the questionnaire provided at their flexibility. The Structural Equation Modelling (SEM) in IBM-SPSS-AMOS 24.0 software was utilized to analyze and assess the inter-relationships of the study constructs. Individual adaptability was found to moderate the relationships of individual work performance with transformational leadership and employee reactions. The study findings stressed the significance of individual adaptability in boosting work performance, particularly in the oil and gas industry. Research on the moderating role of individual adaptability in the relationships of individual work performance with transformational leadership and employee reactions is limited, specifically in the Malaysian oil and gas industry. Creative, innovative, collaborative, and analytical skills are fundamental in this industry to be more competitive and generate new ideas, products, and procedures.
Highlights
Leadership effectiveness is vital in an organization as organizational failure may cause leadership issues if not handled tactfully
Construct reliability is measured by composite reliability (CR), the researcher applied pooled confirmatory factor analysis (CFA) (Refer to Figure 2 and Figure 3) due to its efficiency, thoroughness, and free from any model identification issues, in several cases, where certain constructs include not more than four measuring items (Awang et al, 2015a; Kashif et al, 2016)
The present study found that individual adaptability plays a moderator role in the relationship of transformational leadership and employee reactions with individual work performance
Summary
Leadership effectiveness is vital in an organization as organizational failure may cause leadership issues if not handled tactfully. Employees usually leave an organization due to lousy leadership rather than the organization itself. The leadership effectiveness model should be frequently revisited to adapt to the current work environment. Individual adaptability is becoming progressively crucial in motivating employees’ work performances in organizations due to the Industrial Revolution 4.0 (IR 4.0) impact that triggered a change in the overall capital management landscape. Organizations today increasingly rely on technology for business operations forcing employees to perform tasks irreplaceable by technology. The developed individual adaptability constructs are not allinclusive to assess individual adaptation to a new environment. The current research is compelled to integrate skills irreplaceable by technology, analytical, collaborative, creative, and innovative skills, which have not been emphasized based on Polyhart and Beliese’s (2006) definition of individual adaptability
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